Workforce Diversity & Staff Training

Ensure a fully staffed and supported workforce, prioritizing critical frontline titles, to facilitate high-quality service delivery and prevent high caseloads from leading to inequitable outcomes for families

Focus: Children & families

Implement new training and professional development opportunities for staff, tenant employees, and BNY’s community, focused on participation and access for those underrepresented in BNYDC’s programming

Focus: Agency staff / employees

Increase the number of first-generation college students from local New York City Housing Authority (NYCHA) developments participating in workforce and education programs, to support elimination of disparities in employment and education

Focus: NYCHA residents

Expand NYC Aging staff workforce to meet the demand of the growing older adult community using equitable recruitment and unconscious-bias free hiring processes

Focus: Older adults; Agency staff / employees

Address underrepresentation of staff based on agency disparity analysis in certain roles within the agency through equitable recruitment and hiring practices for all vacancies

Focus: Agency staff / employees

Address any underrepresentation based on agency disparity analysis in certain roles within the agency through equitable hiring and recruitment practices for all vacancies

Focus: General

Support the City workforce’s financial health and address the disproportionate impact of student loan debt by leveraging the Public Service Loan Forgiveness (PSLF) program

Focus: Older adults

Take steps to reduce any unconscious bias in the grantmaking process

Focus: General

Prioritize maintaining an inclusive workforce environment for employees through staff development, engagement, and mentoring efforts

Focus: Agency staff / employees

Strengthen workforce through enhanced recruitment and improving retention of diverse candidates and employees

Focus: Agency staff / employees

Improve hiring processes across divisions to ensure equity is built into the structure of interviews and selection to reduce disparities in workforce

Focus: General

Attract diverse talent to join DEP’s workforce

Focus: General

Address any underrepresentation of staff within the agency through equitable hiring and recruitment practices for all vacancies

Focus: Agency staff / employees

Undertake reforms in DOI’s hiring and selection process that are specifically intended to reduce racial disparities in hiring outcomes

Focus: General

Address any underrepresentation of staff within the agency through equitable hiring and recruitment practices for all vacancies

Focus: Agency staff / employees

Establish human capital practices that support and accelerate equitable hiring and staffing in close collaboration with senior leadership

Focus: Older adults

Provide ongoing anti-racism, cultural competency, and inclusive supervision training for all DOP staff

Focus: Agency staff / employees

Implement equitable recruitment strategies to increase representation from underserved communities

Focus: Underserved communities · Underserved neighborhoods (unspecified)

Advance equity in information management, preservation, and access by developing and implementing targeted training for DORIS staff and records officers across city agencies

Focus: Agency staff / employees

Implement equitable and inclusive recruitment practices to ensure DORIS addresses any underrepresentation of staff in certain roles with the agency through equitable recruitment and hiring practices for all vacancies

Focus: Agency staff / employees

Identify and address any occupational segregation in the Records Officer titles within the agency’s workforce to address disparities in underutilization

Focus: General

Ensure DSNY effectively promotes job opportunities to candidates from diverse communities in our city for positions at all levels of our workforce including uniformed, civilian, entry level, and senior management

Focus: Older adults

Build an alternative recruitment pipeline for SBS talent

Focus: General

Connect individuals from economically disadvantaged communities facing high unemployment to quality workforce services via Jobs NYC initiative

Focus: General

Address secondary traumatic stress symptoms for frontline staff working directly with clients who have experienced trauma or crisis, to build a culture of care for a diverse workforce

Focus: Agency staff / employees

Ensure that DSS workforce development programs connect clients to career pathways that help reduce income inequality for underserved populations

Focus: Underserved communities · Underserved neighborhoods (unspecified)

Drive greater workforce diversity by reducing Titles of Interest20 and intensifying recruitment, mentorship, and capacity-building efforts to better serve City residents in compliance with federal, state, and local law

Focus: General

Build a diverse NYCEDC workforce through equitable recruitment, hiring, and retention practices

Focus: General

Expand and enhance NYCEDC’s apprenticeship, internship, and fellowship programs to increase access to workforce opportunities for New Yorkers, strengthen employment readiness, and support long-term financial mobility and career advancement.

Focus: General

Utilizing internal FDNY data and insights from an ongoing Deloitte study, identify recruitment campaign strategies to support viable candidates from underrepresented backgrounds for EMT and Firefighter positions

Focus: General

Ensure equitable accommodations and implement substantive interim measures to provide privacy and comfort for women firefighters to foster an inclusive work environment that supports diversity, promotes gender equity, and ensures all members can perform their duties with dignity and respect

Focus: Women

Ensure that the agency's hiring practices are free of bias to promote equitable opportunities for all

Focus: General

Strengthen staff awareness and commitment to combatting racism and unconscious bias to build an inclusive and culturally competent workforce

Focus: Agency staff / employees

Ensure all New Yorkers, regardless of background, have access to the economic opportunities available in the housing sector 13 Time tax” refers to the costs to people applying for benefits in terms of spending substantial amounts of time navigating user-unfriendly interfaces. a. Outcomes: By 2028, • Successfully execute our Section 3 obligations, whereby at least 25% of labor hours on Section 3 projects will be performed by low- income New Yorkers who meet Section 3 requirements. • In addition, we will successfully launch our Community Hiring Program and add new employer partners into our development work • Increasing the number of eligible participants in our Career Pathways initiative with Brooklyn Workforce Innovations (BWI), Enterprise and NYCHA

Focus: NYCHA residents · Specific borough(s)

Address any underrepresentation of staff in roles within the agency through equitable hiring and recruitment practices for all vacancies

Focus: Agency staff / employees

Enhance recruitment and retention strategies to build avenues of opportunity for diverse legal professionals

Focus: General

Build a workforce that better serves the diversity of MOCJ clients and the city through more equitable recruitment, hiring, and promotion practices

Focus: General

Ensure MOCJ’s contracted partner providers serve and center the needs of vulnerable populations affected by criminal justice including, but not limited to, veterans, older adults, people with disabilities, and non-citizens, and are trained to identify and curate culturally competent staff to better serve identified gaps

Focus: Veterans; Older adults; People with disabilities

Continue to support a diverse workforce across all levels of the agency

Focus: General

Enhance the hiring process by removing unnecessary barriers, bringing greater transparency to decisions, and ensuring qualified candidates are not excluded by the system

Focus: General

Analyze diversity levels among bureaus and build a workforce that helps us effectively serve diverse communities represented across the city

Focus: General

Develop and pilot comprehensive training on unconscious bias, race- based trauma, and hate crimes for new hires

Focus: General

Train all recruits using scenario-based training focusing on identifying unconscious bias, race-based trauma, and hate crimes to foster mutual respect, enhance trust, and ensure that all community members are treated with dignity and understanding

Focus: General

Create a more representative and inclusive NYPD at all levels through equitable recruitment, retention practices

Focus: General

Leverage virtual reality (VR) technology to deepen recruits’ understanding of apparent racial profiling, interactions with law enforcement from the perspective of a person of color, and scenarios that highlight unconscious bias to improve equitable policing practices

Focus: Children & families

Promote equitable recruitment and hiring process strategies

Focus: General

Educate supervisors and managers on their roles and responsibilities concerning employees or residents with disabilities

Focus: People with disabilities; Agency staff / employees

Promote economic mobility and job opportunities for low-income residents and equitable access to agency contracting opportunities by meeting required commitments to Section 3, and other resident hiring goals

Focus: Low-income New Yorkers

Build a workforce that emphasizes culturally responsive and sustaining instruction and recognizes and addresses the role of implicit bias. We recognize that implicit bias training should not be treated as a one-off workshop or isolated professional development requirement. Instead, it is positioned as a core, foundational element that underpins all K–12 priorities, beginning in every early childhood program. By embedding implicit bias awareness and culturally responsive practices across all levels of the system, NYCPS ensures that educators, leaders, and staff have the mindset and skills necessary to recognize inequities, disrupt harmful patterns, and make decisions that advance academic success for every student

Focus: Children & families; Agency staff / employees

Build diverse recruitment pipelines to ensure equitable access to information about agency vacancies

Focus: General

Provide accessible and centralized racial equity trainings for all staff to fortify OCME’s commitment to racial equity in and beyond our core areas of work

Focus: Agency staff / employees

Identify opportunities to create disaggregated data pipelines in workplace recruitment and hiring

Focus: General

Address any underrepresentation of staff in certain roles within the agency through equitable hiring and recruitment practices for all vacancies

Focus: Agency staff / employees

Review OLR’s current hiring and promotional process to ensure equity at all stages including job posting, interviews, and hiring to reduce potential workforce disparities

Focus: General

Provide mandatory anti-bias training for all staff involved in the hiring process to promote an equitable hiring process

Focus: Agency staff / employees